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Levi’s Strauss Case Study

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Student ID: 1420412 Assignment: 1
Levi’s Strauss Case Study
Levi's Strauss has been going the extra mile to phase in HRM into the mainstream management activities. This has brought a definitive competitive edge to the company and has remodeled the workforce mindset. The employees’ influence at all levels, the human resource flow, the reward and work systems are so elaborated that we feel that employees becomes naturally committed, more to the company itself, than to their career or pay. There is a paternalist approach to employee welfare and policies are well integrated with genuine consultations and sincere involvements at all levels of management. All these approaches have nonetheless been cost-effective as the dress-code policy or the benefits for the gay’s shows very well. The company appears harmonious in terms of relationships at all levels. One can get the impression of a quasi-total cohesion between the strategic planning for the company and the HRM, marketing, production and financial units. However as we look deeper into the aspiration statements we still can find some "unfinished businesses". They are very few and still on the agenda of the management.
Let us first analyse what have currently been done and then analyse what has not yet been implemented or has not been mentioned and is being assumed.
We now analyse the positive aspects at 4 levels namely the strategic integration, the commitment of the workforce, the flexibility and availability and the quality of the workforce.
Strategic integration (planning/implementation)
The senior management in 1987 reworked the original perspective of the company into a new Mission Statement elaborated into the form of an "aspiration statement" that would, over time, be implemented progressively without being discordant with the original aspirations of Levi’s. All this implementation has been tantamount to the

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